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Compensation & Benefits in PaPanama.






Country Capital

Panama City


Balboa (PAB)

Building a successful benefits plan requires meeting critical employee needs, legal regulations, and market standards. When you’re establishing your company in Panama, you’ll want to strategically address each of these considerations to ensure you have a long-term, sustainable program.

Panama employee benefits plan

Your program offerings can be an asset for your company as you build a new team. Investing in competitive benefits will help your business stand out and attract more applications for your open positions.

A strong benefits program also supports an enhanced workplace environment for everyone. You can deepen employee engagement and encourage team members across departments to contribute their best work. And as you increase engagement and retention, you can cut down on recruiting and training costs.

To build a successful support system for your employees, consider including perks such as these in your plan:

  1. Performance bonuses
  2. Education allowance
  3. Childcare assistance allowance
  4. Transportation allowance
  5. Healthcare allowance
  6. Teleworking allowance
  7. Telephone allowance

Mandatory benefits in Panama

Alongside your supplemental benefits, you are legally obligated as an employer to provide the following:

  1. Public holiday leave
  2. Sick leave
  3. Maternity leave
  4. Annual leave
  5. Paternity leave

Designing Panama employee benefits plans

You can expect some elements of your benefits plan to vary based on your business region. Still, you can use a consistent approach to ensure your plan is competitive and compliant anywhere.

1. Examine your finances

You’ll need to finance your offerings sustainably, so consider the program scope and team size you can support. Examine your company’s available resources and set a budget that fits your current revenue and objectives.

2. Research the market

To develop a competitive program, you’ll want to understand what other businesses in the area are offering. See what other companies’ benefits schemes look like and determine whether you can match those offerings. You’ll also want to pay attention to any common offerings that might indicate a market standard.

3. Choose your offerings

Begin selecting benefits based on your research and budget. You can plan for the mandatory benefits first and then build in popular supplemental provisions as your budget allows. As you calculate costs, remember to factor in employee contributions and any administration or outsourcing fees you may have.

Average cost of benefits

Benefits costs can vary drastically between companies, depending on their specific goals and industry, so an average price might not reflect what you can expect to spend. The best way to develop your company’s benefits package is to focus on your unique requirements and employees’ needs.

You can develop a sustainable program by budgeting a set percentage of yearly income for funding. With this approach, you can easily scale your budget to current revenue and growth.

How to calculate employee benefits

Follow the labor laws when calculating expenses for the required benefits. Ensure you meet or exceed the legal standards.

As for fringe benefits, you can make calculations based on your market research. Set rates that will attract more candidates and best support your employees’ needs.

How are employee benefits taxed in Panama?

Monetary benefits typically fall under the taxable income category in the country.

Employee health benefits

The state-sponsored healthcare system provides basic coverage for all citizens of Panama.

How G-P can help scale your team in Panama

G-P’ global employment platform helps you build and scale an international team quickly and easily, ensuring all benefits offered to candidates are compliant and in line with local regulations. Learn more about our platform and request a proposal today.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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